Women share ‘heart-breaking’ stories of pay discrimination

Several women have come forward about their appalling
experiences of discrimination over pay and progression
opportunities in workplaces across the country.

These women who are part of the Human Rights
Commission’s Pay Transparency campaign want
information on pay scales and career progression made
readily available by employers.

“As a Pacific
woman of colour, there is extra effort and hoops that I need
to jump through. There is a group of people in society that
miss out because of what they look or sound like and that is
so wrong. Pay Transparency will correct this wrong,” says
Nia Bartley from Wellington.

Pay transparency is
knowing whether you are being paid fairly compared with
people in the same or comparable roles. A transparent
mechanism is an essential component of pay equity that will
provide employees with pay information to make a pay equity
claim against employers.

“Without pay
transparency, it is sort of like fighting fog. You are
trying to validate to yourself and others that this problem
exists. If we have pay transparency in place, then it’s a
much easier process. We need to work a lot harder on
creating a fair and equitable society,” adds Nancy McShane
from Christchurch.

Equal Employment Opportunities
Commissioner Saunoamaali’i Karanina Sumeo says New Zealand
needs pay transparency because workers, especially Māori,
Pacific and Asian women are being paid far less than men in
the same or similar roles.

“So many brave women
are now sharing their heart-breaking stories of how they
continue to be undervalued and underpaid in the workplace.
Many are parents, carers or the main income earners for
their households. We need to stop talking about fairness and
dignity and just get on with it!” says
Saunoamaali’i.

The Commission has also formed a
coalition of 10 partners who are also calling on the
Government to urgently introduce pay transparency in the
workplace to close the gender pay gap.

Partners
include the Public Service Association, Council of Trade
Unions, National Council of Women, YWCA, PACIFICA, Diversity
Works, Rural Women New Zealand, Women in Urbanism, Coalition
for Equal Value Equal Pay and the Women Empowerment
Principles Committee.

“Pay which is a fundamental
part of an employment agreement isn’t as transparent as it
should be. You have to wonder why and who does it serve? It
definitely doesn’t serve the people who are being paid,”
says Kerry Davis of the Public Service Association.

“How can employers be fair and good leaders in the
public and private sectors if they are knowingly paying some
of their staff less compared to others for doing the same
job?” asks Vanisa Dhiru of the National Council of
Women.

“Collective Employment agreements can
provide excellent pay transparency. All working people need
transparent systems of salary setting and clarity on how to
progress. This ensures the removal of decisions made at the
discretion of the employer,” adds Richard Wagstaff of the
Council of Trade Unions.

The EEO Commissioner says
making pay visible will identify unconscious bias and deep
discrimination within the workplace and help New Zealand
close the gender and ethnic pay gaps.

“The
Government and employers urgently need to act. Pay
transparency is essential to ensure our workforce,
especially women are professionally respected and receive
equal pay for equal value of work. This would be a
significant step towards eliminating discrimination,” says
Saunoamaali’i.

Scoop Citizen Members and ScoopPro Organisations are the lifeblood of Scoop.

20 years of independent publishing is a milestone, but your support is essential to keep Scoop thriving. We are building on our offering with new In-depth Engaged Journalism platform - thedig.nz.
Find out more and join us:

“It is our intention that the clarity that will come from the outcome of these proceedings will enable the Crown to work with Southern Response to provide a soundly based proactive solution to those people that are affected.” More>>

Classifying on-demand video content will be made mandatory to bring it in line with other media and provide better guidance and protections to families and young people, says Internal Affairs Minister Tracey Martin. More>>

Inland Revenue and the Accident Compensation Corporation are calling ‘time’ on cheques. From March next year, IR and ACC will no longer accept payments by cheque from customers who are able to use alternative payment options. More>>

ALSO:

Broader participation by New Zealanders, greater access to growth capital for New Zealand enterprises, and more choices for investors drive the recommendations in the Capital Markets 2029 report released today. More>>

Wallabies could spread over a third of New Zealand within the next 50 years, unless control is increased dramatically, says Forest & Bird central North Island regional manager Rebecca Stirnemann. More>>